'Ikas is a margnat i n c ~ s s in thc pmpo*ion of

among the total P O P U I ~ ~ ~ O ~ during ths under mdy. ~h~ gkentage youuI P O P ~ O ~ (age gmup of 15-29) incmmcd

from 25.93 in 1983-U to 26.23 in 1993-94. In psrccnw tsrms, this

change appars insignificant, but in absolute terms this implies an

' additional' population of 1.5 crores in this age-group, more than half

of whkh may bu wkq jobs. Thii inc- in h e youth pupulrrhun

is mainly due to the high rates of population growth experienced in

the 1960s and 1970s. One more point to take note of is thnt the major

contributor of this increased from 24.35 (1983-84) to 25.8 (1993-94).

In trims of ducation, the NSSO data record at &our 1~~~1s-primary,

middle, sscondsry, graduate a. AU thsw categdes arc clubbed into

two: duoatcd and u n d u d . Persons with litcncy lewls of

secondary and a h have been categorized as duoatsd, and t h m

M o w as uneducated. This categhrion might appw at

first glance but it is not so.

The hitherto.ooncentration of ohmic unemplopent in

the agclpoup of 15-29 is getting diluted. The propdon of

unemployment in the age grwp of 3044 rose from 9.88 percent

(1983-84) to 28.82 percat (1993-94). This spill-over of

unemployment m the agogroup of 3 0 4 l implies that the average

duration for whicb a person remains unemployed has increased

significantly. Such a trend does not augur well, both economioally as

well as politically, fix the country.

Tablt 4.4A gives us a bench mark for youth

unemp1oyment. On comparing the two tables, we find that youth

unemployment is higher in d l wkguneir, tlll ruuncis und in r u d rrnd

urban m.

An intamsting picture emerges h m the data in Tnble

4.5. It gives us the datwwise distribution of the youth population in

d i f f i t rounds; especially the 43d and 50& rounds. W o find tha,t the

proportion of youth population, which is out of tha labour force, has

considerably i n c d betwoen the 43d and 5 0 ~ rounds for all

categories e w q t w k l y status. The increase is more pronoun4 by

UPS and UPSS. The out of labour force propdon is higher for

urban areas than d.

Youth uncmploynient in India shows a distinct behaviour

in diffafant rounds of tho NSSO. It not only dominates in the total

unemployment picture, in both rural sad urban areas, among males

and females, but its rate has increased btwem 1983-84 and 1993-94

dong with the share of ppulatiom in the totd population. It is

also obmrved that, out of the total p u t b population. the sham of who

is out of labour force has increased fiom around twocfifths to almost

. two-thirds by the UPS bet- 1 987-88 and 1 993-94. As a result, the

proportion of self-anployed and of salaried employment has dso

reduced. It is also evident that youth unemployment has generally

i n c d a ~ r o u u dl ~ h t e s . Demupphiq (~ionornic and =id k b r s

play an important role in reducing youth unemployment.

The NSS &tu for Karnatalta indicates a lower incidence

of unemployment in Karnataka when compared with the all-India

avorage . Further, the incidence of on~ptoyment is higher in urban

areas than in rural amas. It is also more among females than among

males,

Further the rate of unexnpkyment is higher among the

youths than in the 15-59 age group. It is 3.4 in this group as

compared with 1.3 in ths working agbgrcrup. The unemployment rate

is marginally lower in the 20-24 age group i.e. 3.1. The high ratcs of

unemployment are mainly duo to urban unen~ploymant in the state.

unemploymant picture in botb d .ad urbn m a s , amone males

and fimdes, but its rote has increased h c e n 1983-84 and 1993-94

lloog with $6 share of ppdaticm in tho total population. It is

also observed that, out of the total youth population. the share of who

is out of labour force has increased f h n around tw+fifihs to almost

.Wethirds by the UPS between 1987-88 and 1993-94. As a result, the

proportion of sel~employed and of selaried employment bas also

reduced. It is dm evident that youth unemployment has generally

i n r r d wmuu dl sbLas. l'hrnugmpbiq wxmornir: a d swid h ~ u r s

play an important role in reducing youth unemployment.

The NSS data for KarnntatGa indicates a lower incidence

of unemployment in Karnatalca when compared with the all-India

average . Further, the incidence of unemployment is higher in nrbrrn

areas than in rural areas. It is also mom among fmales than among

males.

Further the rate of unemployment is higher among the

youths than in the 15-59 age group. It is 3.4 in this p u p as

cornparad with 1.3 in the working sge-gmup. The uncrmployment rate

is marginally lower in the 20-24 age p u p i.c. 3.1. The high rates of

unemployment am mainly due to urban untn~ploymcnt in the statt.

The rural unemployment rate is less than 2 per cunt, but urban

unamployment is as hi& as 8.2 per cent. It is still higher in the 15-19

age-gr~up (9.2 per cent). Though &..incidcnce of unemployment is

lowar in rural areas, the percentage of marginal workers in rural areas

is 13.1 against 2.7 in urban 'areas. The incidence of casuality or

ir~termittcnt work is, therefore, higher among rural than urban youths.

Further, during the paid 1981-91 the share of the

primary sector in the NSDP declined from 45 per cent to 35 percent

69 per cent to 67 percent which implies a marginal or negative

contribution of labour in the incmmentd sense. The growth-rate of

NSDP per worker in the primary s8ctur was marginal, i.e., 0.14

percent but it was 5.7 per cent and 3.5 per cent in swmdary and

tertiary seotors. It ig thdore, evideot that the expansion of

employment in absolute terms in agriculture is not remunerative or

gainfhl. The high pmentage of the population below the per@ line

(33.16) is also indicative of this.

the employment exchange indicate the

swelling number on live registers of the employment exchanges.

~~~n 1961 and 1990, the number of educated job-seekers

inorruad h m 0.35 ldch to 9.38 lakb, that is, at an annual average

gmwth-nte of 12 pea cent,-The cducatim-spec~c, usual 'status

unemployment for persons of ,.l5 years and a h for different states

as observed h m the NSS Report revealed that Karnataka had a

higher incidence of uncmploymnt among graduates and above in

both rural and u r h areas than that afthe n a h d average. The data

from employment exchanges indicatc that the average waiting period

was five years and more and the waiting period also indicated more

the arts and commerce. 'lhe number of job-seekers on the live

registers was 18.9 lakh in 2000.

There has been an incragse in the average prid of

waiting over the years h m two to k years and mom; (b)

unemployment is high among university graduates than among

profissional graduates. Howevtr, this trend is likely to change in the

fttun because in recent years, t h m has been a mushroom growth of

engincahg co11eges and colleges imparting T.C.H and B.Ed mums

in the state. This .is likely to lead to a big flow of prof-had

graduates in the near fbture, which may cxptmd the cdveragc of the

unemployment tmnd.

T*Y - 6 5 ~ m ~ m t is not a biacst employs~ but only a

facilitator- it is encouraghg privahti-, the cmploymmt

amhan~a and B u ~ ~ w h~ to concentrate on private cmploymcnt in

different mc&. But this -ss is constrained by the 6sn that most

of the m p l o m t r0si-a do not suit the requirement of private

sector dm to poor quality and skill lavcls. Those conlpttent and

suitable candidates generally donot go to employment exchanges.

Over a perid vacancies received from employers have

i n Tho number or persons in live regisler has incmscxl

enormoudy from 29741 in 1 993-94 to 5 161 7 in 1999100. It indicates

the magnitude of unemployment among tho SC/ST bys and girls

despite the provision for reservation in employment. This has

happened merely due to the fact that unemployed candidates most

depend and prefer gwemment jobs and they are less opportunate to

have access to privak jobs.

The total number of physically handicappbd job seekers

on the Iivo iGgisttr bas in^& tmm~ndously over a *d of seven

y m . Though th* functions in terms of registraEion and submission

of applications are qatisfactory their output in terms of placement is

not ~tisfaotory. In 1993-94 the number of candidates 4 s t 8 d

were 1281 but the number of placed worm just 72. This placement as

a paroant of rugistration works out to 5.6. In the all the years,

only in 1998-99 the placement as a pe-t of m~~ was little

higher at 16.3. In 199940 the number of candidates rogimmd were

2205 but the clmdidatcs who got the placement were only 191 and the

placen~ent as a percent of registration is 8.7.

In case of the number of vacancies (mend for

physically handicapped) notified and the number of candidates

srpplid hmu& employmen1 emhtrngezr, n r h 01 submission Lo

vacancies has declined from 23: I in 1995-96 to 4: 1 and 5:1 in 1 W-

00. It indicates that mm physically handicapped persona seeking jobs

is increasing but the job noitification is not (in commansurate with)

significant indicator to judge the perfixmame of amploym~t cells.

The n u m k of mgistimts or the input in the v i a l an-mt d s

is higher than the output in terms of pmviding them job. The

very low I d . For ~ ~ ~ m p l e in 1993-94 and dm in 1995-96 this

ratio wu at 14.3 and 15.9 psrccnt mpectivcly. In 199647 the ratio

was linlo higher at 31 percent, bowover it h not at satidkctory level.

It is very disturbins to know that mly about 20-30 pemat of

e - t s pmvidcd with jobs. However, the perfonnanoo of

professional and employment exchange in terms of

forwarding. applications as well as placement is highly unsatisfactory.

This may be M y due to downsizing of government establishment.

To assist the job seekers and render services to the

industria a job Development Unit has been set up at Bangalore which

is functioning in close co-operation with the Employment Exchanges

in Bangdun tmd alsewhm. During Ihe year 1999100 the ofGm or

the unit contachxi 131 employers/institutions and callectsd the

particulm' of 292 vacancies of d i h n t cntegories fbr purposes of

sponsoring suitable and willing candidatm regisbred with the

Employment Exchan~es in Bangalme. But these c f k @ have to b

intensfid.

Vocational training comprises of the Craftsmen Training

Scheme (CTS) and Appmnticahip Training Scheme (AT'S). CTS

provides a sbwtumd institutional training cnvironmant while the ATS

is a oombination of institutional and 011-thefob training in which

lminees ara exposed to the industrial environment. The products of

CTS am semi-skilled workers whik the trainoas who complete the

ATS scheme are Qcpsctsd to h slrilbd WOfkm. The scheme is mainly

dminirtsrod by the rwpectivd ~ t s g ~ ~ ~ ~ m m t s through a network

of indusatl training institutes (1. l .I~) . Under the scheme, training is

imparted &I 42 e n g i d n g and 18 n o n a g i n d n g trades. The

period of training normally varies from one to three years, while entry

quslifi~tious vary h m WI standard pass to XIl standard pass. As

on 3 la N o m k 1999, them were a total of 4 172 such institutes in

the country, of which 458 I.T.1s were exclusively fbr women with a

=Ling w p i l y 0136,000.

Abwt 25-50 per cant of 1.'1'.1 pasmuts muld get

employment, mostly in units in the small-de and private m t o r

where wages a n comparatively low. Tho dmp-wt rate is high in

crafts- training, and training hilitias am inadmuate for women

and disadvantaged groups. The problem of a mismatch betweon the

skills prduaad and skills required has to be tackled on a priority basis

to impmvs a i e n c y a d mmrs that the training system is m1evant to

labour market ~utamcnts.

-ti- am requ id to -0 prac- on-thejob

training in the industry for durations varying from six months to four

years depending upon the mquirommts of tbo mde. On completion

of the a n i n & the apprentices ue requid a, appsu in d-India trade

tests conduclcd by National Council for Vixational Training (NCW).

UnfortunatiJy, apprenticeship training is ndt being taken up sssioudy

by employers as it is seen as an unfair imposition on them. Alw,

workers' organbations have viewed appmtices as cheap labour and

the apprentices themselves consider suoh a nlursurt as a ~ncans of

providing only tempomy employment.

The vocational training programme for women, started in

1977 with the trssishnw orILO/SIDA, is being imp1emmt.d lhrough

a network of one natianal and 10 regional vocational training

institutes sat up nxclusively for women. The courses covered under

the programme include ncm basic and 16 advanced skills.

There arq 98 C;lwetnment Industrial Training Institutes in

the State whioh include 4 new Industrial Training Institutes sandonad

during the yar 20004001. Besides, 355 Privam Industrial Training

Institutes are also caducting on&men training pmprnrnes under

the guibnce and controI of the departmont. I7 industrial training

institutes out of 94 govemunent industrial tnining institutes uc

exclusively meant for women. Besides, oomputer trades wen added

to the existing 4 women Induskid Training Institutes.

After l imt im due to increasing demand for

skilled iabour especially in the kid of elcctmnics, in fmt ion

tachnology, ptrcwhemiuls and stcd production, a large n u m b of

colleges shttcd new comes and thousands have wmpleted the mum

without any formal training facilities. I

Though the result of annual examinations in all the

years (1997-2000) was somewhat satisfactory, the passing mte in

supplementary examinations during the same ycar is redly

rliuhsuing. For ~ m p b in h e ~uppkrnmtmy examination or h h

1999, 6289 candidates appeared for the AU lndia trade 'l'est, out of

which only 1508 oandi&fes passed. The perwntage of pass is only

23.9. Thus them is a urgent need to improve the passing rate

especially of candidatas appearing for supp1ctllentary exams..

The category-wise bra& up of appmticeg unda

training during 2000. It is very disheartening to note h m the table

that the marginalized dcmttf the d e t y i.e. schdulcd castes and

weaker sections, nnd women candidatm constituted less than 20

parsnt of the total candidatas undergoing appmnticcship training.

This is the reason, the unemployment is severe among this section of'

the swiety.

The passing rate (30-35%) of ATS trade test is very low.

This shows the walr(10w) quality of training imparted to the

candidates under Apprenticeship Training ~ch&. In order to

encourage more and more SC candidates to take up vooational

training, 20% of additional seats are filled by SC candidates in

Industrial Training Institutes e w y year under special component

propmime. During Lhe ywr 2000 4559 S.C Candidates in~luding

725 women are undergoing training. An amount at the rate of Ks

1 SO/- per month per cundidate is paid as stipend to them. However,

the I.T.1 candidates donot have scholarships and hostel fkciiitios.

Rccently in line with the policy decision taken by the

State Government to have private sector participstion to improve the

irrhstmctum and quality of training in 1.T.Is by entering into MOUs

with the industries. 40 MOUa were signed butwwn the Department

and Industrim. Another 25 industrial establishments laavo a& to

sign MOUs for the above pupme under these MOUs the industrial

establishments have agreed to co-oprate to impaa the quality of

training in almost all the Govt. I.T.Is

With the assistance of World Bank a Vocational

Trainiw Ptojcct was implemsntcd in Kanuttaka h August 1989.

Under this projocg 1 1 ocntrally qmsored whtmes with the sharing

of expenditure between central and state governments in the ratio of

50:50 and 2 central sector schemes with 100 percent assistance from

Government of India w e implemented with a total cost of Rs 2983

lakhs.

Employability of students from the new trades started

under h e projwls is better Uwn Lhour: h m other Irwleu: Ihm htw

been more demand for the passed out trajnees in the new trades like

Elwtronic mechanic, wmputer trade und mechanic digeration nnd

air conditioning for employment, when compared to the trades

existing prior to the implementation of vacatimal training project.

The quality of training in industrial training insti- hes a direct

M n g on the anp1oyabiiity of industrial training institute pasid

candidetes. The quality of training can be improd by providing

proper class moms and workshop kilitiw mdem equipment and

trained staf][. Thew facilities have to be amsbntly U- SO as to

kap pace with the changing technology in the indusbier.

The pmMibsralizatim era in Karnataka has witnessed

c m l m ~ 4 d phanomend upsurge in industrial activity especially in

the fiold of electronia4 information technology, ptrmhcmicals and

-1 prudliction. Many ancillaries have been set up to cater to the

needs of 'konkan railways' Kaiga atomic plant and soa bird project in

the ooastal *on. The Bangalore city has occupied a prima phce at

the international level in so far as dwelopment of computar 9 0 h m

are concerned. This boom in industrial activity has thmwn

~rmnendouu rrmploymml opporlunih h r h a w who powus required

slcills in s m o ateas.

The demand for trnde d e s b m one region to mother.

For example, in Daksbitla K a d district, there is no demand fin

fitter trade whcmm t h e is demand for mmhanic (Mdor Vehicle) and

Diesel-Mechanic tmc& in Bangalore and Mysore reverse is the

nature of demand In IWAina Kannada district the trainms of

automobile trades get ovmaeas employment in Arab countries and

hence the dmand.

Thou& df employment opportunities are more in trades

like carpentry, moulda, faBa and h a t hater, sheetmetal worker,

cutting and tailoring tmd- d i d a t a s seldom opt f a thcm probably

due to the social stigma attached to these tfaditional trades and lack of

antrcprmeurial skill in them.

1.T.L do not haw placement facility. Though job

providers do not organize campus recruitmen5 except for trads

apprentices qnised every year by large industrial cstablishmcnts

like B.E.L, H A L , B.H.E.I. ttc. Further, the I.T.Is donot have feed

back system to keep reports about the jobs they haw taken up either

in organized or unorganized sector. This information is vital h m the

p int or miwrhhing h e uE-& rrrk md dso to iniroduw

improvement to incream the off-take rate.

The I.T.I. courses are at present supplydriven and not

demanddriven based on xquirement of industvy which are

undergoing continuous changes. Requirement of industry (customers)

are not known by the providers of training. It is rigid and not

We may have adequate machiner, modem equipmants

and good working space, but unless tho instructional staff and tho

persons in charge of tnining are not cxpowd to the modem technique

and methods employed in the industries, both in India and advanced

~ u n ~ ~ quality of inftuctions and the improvement in the skill

area cannot be m h i d .

In Kmmtaka at tha end of Dectlnbr 1995, 21,000

apprentices seats were 1-ted in about 9,000 industrial

establishments. As against this, the annual budget prwision is only for

2,500 candidates. Insufiaient budget provision is also responsible for

inadequate coverage. However* the ncruitmemt of apprentices was

only about 7,000. It implies that a large number of industrial

wkb1ishrntml art, nut r#ruiking tappmnhs as ~tipulrrttxl in the

Apprenticeship Act and Rules. 'lhere am a number of reasons for this

state of i a f b k It is also o b e d that there is an inverse relationship

between higher education and the flexibility and variety of jobs

o f f d by the labar market.

A large number of SSIs do not come under the purview

of apprenticeship ad and Rules, although they an the major

employers compared to the hrge and medium rule industries. The

industries on the d m hand argue that there is general arinkap in

the requirement of manual labour due to dundanq c a d by fa

changing technologp and automation of industrial opciations.

The Apprenticeship Scheme no doubt off- a tailor

remedy far increasing unmpIoymmt problem among the

od~mted yQuth and rising mismakh bttwmn the demand for and

supply of industrial labour, provided , ths process of training is

continuously updated and i m p 4 upon. At the same time it is

naGessary to oreate wcessary awareness through the mass 111edia

about the Apprenticeship Schemes, So, that both job =ken and their

p n t s are well informed in shaping their career rather than pursuing

y e n d rxlur;lrCon. This will c;rxhnly h ~ l p d ~ v i E L k LhC; pwblm or

educated unemployed in the country.

Fhdhga h m Held Study b d on primary Data

hlajority of sample respondents arc kcen to secure a job

mther than take up self employmtnt or to acquire additional

t e chn idgmd knowledge. This may be due to the faot that most

of them cane h m the eoonomically poem sections of the society.

There is also a tendency to opt ibr mom popular trades or slightly

posh tradddscc jobs than to take up tndco which invo1vc physical

strain and jobs considered to bc infaor in the social value system: . The reason for discontinuing the coudnot continuing

further education is mainly due to the h t that a particular mum has

mmpletad. In a m of gome candidates who discontinued the

cOUm% the reasons include p s o n d , family, financial and other

A large number of 159 (40%) candidates are waiting to

gat the first job h m one-two yean. And about 25 percent of the

respondents pointed out that their waiting period is more than two

years. This mdicates that a formal job starch in the labur market has

become too burdensome and uncertain in outcome. This also shows

that not unly their unsuitrrbiily the jub mquirumw14 but dvo Lhe

quality of aaiaing/skill imparted. 'l'echnological changes necessitates

suitable changes in the curriculum as well as upgradation of skills

with modern quipmat u d in traininghtiucation.

The reasons cited by the respondents for misting

mismatch, am lack of demand for certain trades in which they have

h e m trained ( 40 percent mzpndents) and unsuitability to tbo job (

25 pmmt respondents). 16 parcent of the sample mpcmdents gava

the mason of Mure to get through W i n t h a w 0s the mason for

mismatch. Thus thm is a n m s i t y to the trend by policy

interventions.

Regarding the career information and guidanw provided

by govdl~~bllt run mploymtnt cmrhanges, only 20 pmmt of the

sample job h k a s e x p d satisf'action about the services providd

by employment cxchangcs Remaining 80 percent of the job wckcrs

have rosenation about the services of anploymsnt exchanges which

are either inadequate, inaccessible or totally absent.

Another important matter of concern is proper career

planning (HRD) right h m the beginning. Although most of the

v n l u and heir w d y who do wt huw rujtxluab slttsmtrtiw

resources, opt for schooling with a view ta secure a job for their

livelihood, but are not well informed about the present and hture job

opportunities or even the hilities available fbr d v i n g training.

Many a times they go by the trend among the p#t. group or am even

constmind to undergo schooling/training idly available without

consideration of future prospcts. From one' of the tables it is

obscmd that only 33 pexcent of the sample respondentdtheir pamts

have plannad their career w d in advan- and the d n i n g 67

percent have not planned their career but 95 percent have opined that

planning one's -r woub have been beneficial. Basic education

right fhm the bcginning ncuds to be ureor orientad.

Fu* the mpi&d rhrdy revealed tlm kva d mismatch is high in

w& t#:hniqw= in the manufistwing .oota i. n t y a m

hrvd undc~one a tremendous chan'gw. But the institutes irnpnrting

technical education have neither changed thdr syllabi nor introdud

naw traddnew Jkills to kcap pace with the changing technology and

thus mismatch has crept in.

The main muons cited by the mnple mqcmdents are

w y himxi -d'iW, lhyt r ; h @ g ttxhnolugy d non-

availability of specific skills are responsible for mismatch. Further

the recruitment of apprentioes in both pubh ps d as privas sectom

vvould dm reduce mismatch. 150 sample mpkyers i.e 75 percent

apmd this view. And as many as 100 sample employas (50%) fat

that contraot/piiccs work labour would d u o 0 the mismatob.

Regarding ths impact of libenlintion on d i h n t lew1

of labasn majority of the ssmple employers respondad that it has a .- ,

hvorablc impact on skilled labour on tboir u r s r while d y 25

psrosnt rapoldad that it h.s OaavoraMo impnct and d n i a g as

moderata. On the other hand the raponsas of employers about the

impact of likaliition on unskil1ad workers is other wry round, only

5 pmmt of them said that libanlizatioo has firvorable impact, but

rest of than nearly 70 percent responded as unfavorable and

liberalisation has worst impact on unslcillcd labourers. It implies that

librralizatim has lead to competitiveness and this in turn has

increased the demand for more number of skilled and semi skilled

labourers than u n s W one. This may be true to the need of the

knowledge economy. Regarding the responses about the

opportunitim of employment, respondents (73.8%) have expressed

h t k r h y =lor hrrar emerged a major employer htrn primary und

secondary sector. 'lhis is also true at the maoro level economy,

wherein contribution of tertiary sector has crossed 52 percent while

that of agriculture and industry dsolined to 23.5 percent and 24.5

percent msptively.

About sample employem' interaotion with training

c e n W e m p J ~ c n t exchanges ncarly 87 p m t them haw apexi - .

that them is w link M k n employers and institutions and any othm

agencies. Tbis indim- that ducationid institutions haw failad to

link them to anployable firms.

About the suggestions offcrsd by t k m for reducing the

pmsont mismatch, 80 'pcrosnt of them have tdd to ronmp the

250

wbbus of tho I*Tg1s to ~dt the job job mllowd by d u c t

industry- m a ( 7 ~ ) .nd pmpr p e g by thc &-ant

and cormption frca miuitmcnt. This implies that thore is low

empl-tjl due to Mltdatad sy1labus, outdated knowledge with

outdated teachers and outdated technology in mdst of the I.T.1

tccbnical institutes. Thus this study brings out hard d i t i m about

rn~~brooming of auoh institutions;

wm* a d rmlpp.otiocs, computerization, opening up aa

enhance transpltency. In the post libaliution an the existing

Acts and Rules need drastic changes. The Parliam~nt and Stah

legislatures must undertake suitable amendments.

10.The main cause of mismatch-the gap between acquired skill

and required skill cml be corrated by idantifLing this gap and

taking affbhve steps in bridging it. The world Bank Project

for modernization of 1.T.1~ was a right step in this direction.

With ~obrrlkhn of Lho mnomy, globadhition in Lho l i d or

skill formation in the future labour force has to take place well

in advance. The old methods of technology of training needs

drastic changes. Right now everything is controlled by the

dk T New h l h i . This needs to be decentralized.

Although, like the NCVT, thm is SCVT- but almost non-

existent. Since the capacity utilization of the I.T.1s is vtry low

in certain unpopular trades the SCVT may Mse and

implomat shod duration courses, bth fmally and informally

to reduce the supply of I.T.1 and Apprenticeship M f i c a t e

holdsn on the existing future job market in organized industry..

Shifting of emphasis h m orl(eoM to unorganized r c o t d

manpower naads immediate consideration on the lina of

RUDSEIT clrperiment.

11.Duc to fhster technological change ccunputmhtion and

,' automation the capital intensity in industrial investment is

incxeasing. The I.T.1 should have to catch up and overhaul their

training strategies, techniques, course content etc like

upgradation of training machinery and equipment, upgdation

of skills of the instructors, dynamic revision of syllabus. The

el]rorh ur CEMI appear lo be not only slow but duo yuik

inadequate. 'lhe multiple training programmes periodically will

be helpfil. Primte sector participation, sponmrship nnd close

association will make this effort practical and cost effctive.

The m n t steps in signing MOUs with leading industries by

the Directotgtu of Employment and Training is an effort in the

right direction.

12 .Identification of Appmnticcship placcs comprehensively and

effixtivo implementation of the provisions of Apprmtiwhip

Act is an important ~4 which has bema M1y nqgl~cted.

Incentives to firms imparting apprentic~s training needs to be

hiked and tb& must be made result oriented.

13.Investment on training should be considered strategic and long

term and should be basad on tangible returns and mults.

Dewntralization fkxibility-(autonomous) Industry-Institute

partnership and transforming at lurst a few I.T.Is into l.T.1~ of

maellcncc will probably provide solution to the mismatch.

14 .Diversification of business presupposes diversification of

skills. There is an increasing interface between human resource

development (HRD) and technology. The present era may be

Itsrmwl as an em orapbiliricw b a d wmptilion in business.

'l'oday many of the older machines and m rational skills are

slowly and g d u d l y getting out dated and replnced by

emerging techndogy due to the competitiw edge they possess

in terms of quality, reliability, productivity and cast bnefit.

The present m a r i o in the field of information technology is

having far feaching oonquences in the skill training systems

in the coming days. CNC, CIM, CAD, PLC, etc today are not

mere tmrhology but ibund their respective places in modern

em-g and man-ng systems.

1S.The present list of tool* and equipment pmvidbd in trade

currioulum under C.T.S therefore certainly needs appropriate

chan~e to enabb easy assimilation of trainem from basic level

to advanced kwl to make them accqtab14 to modern

16.Multiskilling is mother tool to be wad for increasing

manpower utirition and enhancing productivity in general.

Multiskilling basically rn- making addition to the inventory

of skills possessad by individual employees both in their area of

work or specialization and in other related and unrelated areas.

jobs. Weldem may be trained in shouldering in el&rcmic

work. drivem may be trained in auto E l d c i a n and Motor

Mechanic Job areas. Stenographers may be trained in

computer data -try, Xermring. Organizing meetings, making

travel asrangernants and working as receptionist or telephone

qmator . In short multiskilling creates a new work ethos and

. q generatea a high perfisrmance work culture leading to

&tional eBctivencss. As far as individuals are

concerned, it impruts them m t e r job satisfadon and a h all

maker them fieel mom secure a b t their fiturc in these

turbulent and uncertain times.

17. In order to remow duplication and improve the quality

convergrnce approach is suggested. It is desirable to

intaggate thaw sohcmes and bring it under one umhlla, that is

the Directorate of Employment and Training for supplementing

training activities under the Craftsman Training Scheme (CTS)

and Apprenticeship Training Scheme for shorter duration.

The employers also h l the necessity of adding and updating

the number of approved trades in view of fast changing

machineries have entered into the industries and people who are

supposed to work in such an environment ore required to have

basic understanding and training in these fields. The

instructional media packages developad by the Central Institute

of Media Instrudons (CIMIX Chennai needs to be widely used

and extended.

18. Every establishment e m p w n g 500 or mom workers is

requid to impart basic training in their own establishments

and those employing less than 500 are given basic training in

industrial training institutes set up by the ~ovemmknt. There

are several ITI's in the private -tor where basic training can

also be impmted and while giving aliaticm to these ITls this

may be made s precondition. Many of the smaller industrial

establishments do not bavt or cannot afford t provide

qualitative in plant training as per the syllabus and the

equipment list a p p d by the Central government. No doubt

the cost of imparting related instructions is borne by the

Chwrnment, 4 establishments do not have necessary

inhsbwture for imparting related instrudons meaningfblly.

approach in this regard. It is also nsctssary to make the

obligations of employers more flexible. Similntly, the duration

of training may te fixed optimally.

19. The tendency on the part of the employers p r e f h g the non-

IT1 candidate should be diwouraged in order to made the

Appnticaship training Scheme d l y useful . There is also a

n d to fix the amount of stipend more reasonably to make the

scheme mom attractive. The candidates andug fkm rural

tartisans fiunilia who haw some mpsm to be provided.

Same kind of reservation fbr this category needs to be provided

in 1.T.1~ and informal training centers. Many of the smaller

estlblishments find it difficult to adhere to the rigid p d u ~

formalities which required to bc made flibh;.

20.In addition to awarding merit ccrtificaw m b oash incentives

or f a d l i w for advanced' training may bc pwidcd. Thc

coverage of this incentive scheme needs to be enwoed to all

the trades and the competitions may be held in a dew11tralizad

manner. Some of the anployem find the quota system allotting

apprentices on the basis of existing manpower in a hctory to be

un-wi~ntilic; md sqgosl hut it should bu b u d pureIy on

technological infrastructure, machineries and facilities available

in eooh organization in view of the fhct that industries rrre

becoming mom and more capital intensive than labour

intensive.

21. In case of v-tiond training at 10+2 level them is no

e f fdve monitoring mechanism. Assessment by the

Deparhncnt indicam that many oourg~s have not bcsn designed

with market n d s in view and they arc tend to be theomtical

and much B W ~ I is not given to on the job training. In this

caso I strongly suggest the estab1isbment of Fine Tuning

Institutions with private participation one tach at IIubli,

262

Dhsrwad and Gulbqp to bring the technically trained

candidates of backward re&ms on par with others as b

mcanmondbn, h. D.M.Naqjund.pp. Comrnitteo on Regional

Imtmlance in U a t a k a .